USA

EMPLOYEE HANDBOOK

For Internal Use Only

 Employee Handbook

TABLE OF CONTENTS
I. INTRODUCTION

II. VISION AND CORPORATE CULTURE

III. GUIDING POLICES

A. EMPLOYMENT AT WILL
B. EQUAL EMPLOYMENT OPPORTUNITY
C. PROHIBITION OF UNLAWFUL DISCRIMINATION AND ANTI-
HARASSMENT
D. IMMIGRATION LAW COMPLIANCE
E. DRUG-FREE AND ALCOHOL-FREE WORKPLACE
F. WORKPLACE VIOLENCE
G. PROBLEM RESOLUTION
H. DISCIPLINARY PROCEDURES
I. OPEN COMMUNICATIONS
J. SOLICITATION, DISTRIBUTION, ACCESS TO PREMISES AND TRESPASS
K. VISITORS IN THE WORKPLACE
L. HEALTH AND SAFETY
M. COMPANY COMMUNICATION AND INFORMATION POLICIES

IV. ONCE YOU BEGIN EMPLOYMENT

A. EMPLOYMENT CATEGORIES
1. FULL-TIME EMPLOYEES
2. PART-TIME EMPLOYEES
3. TEMPORARY EMPLOYEES
4. NON-EXEMPT EMPLOYEES
5. EXEMPT EMPLOYEES
B. YOUR JOB DESCRIPTION
C. EMPLOYEE DEVELOPMENT AND TALENT MANAGEMENT
D. DRESS AND PERSONAL APPEARANCE
E. ATTENDANCE AND PUNCTUALITY
F. LUNCH PERIODS
G. YOUR PAYCHECK
H. SMOKING POLICY
I. EMPLOYMENT OF RELATIVES
J. JOB POSTING AND EMPLOYEE REFERRAL PROGRAM

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K. CONFIDENTIAL MATERIAL
L. ACCEPTING/GIVING OF GIFTS
M. PUBLIC RELATIONS/MEDIA
N. TRAVEL POLICY
O. BENEFITS OVERVIEW
P. EDUCATIONAL ASSISTANCE PROGRAM

V. TIME OFF
A. HOLIDAYS
B. VACATION AND VACATION PURCHASE PLAN
C. SICK TIME
D. FAMILY AND MEDICAL LEAVE
E. FAMILY LEAVE IN INDIVIDUAL STATES
F. PARENTAL LEAVE
G. BEREAVEMENT LEAVE
H. MILITARY DUTY
I. JURY DUTY

VI. EMPLOYEE INFORMATION PRIVACY POLICY

VII. VOLUNTARY RESIGNATIONS

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I. INTRODUCTION
Welcome to Lummus Technology! We hope that your employment with us will live up to your
expectations, and that your experience with us with be a rewarding one.
We are pleased to provide you with this handbook, which has been developed to provide you with
general information about Lummus Technology, as well as some of your benefits as an employee
provided certain eligibility requirements are met. We are confident that this handbook will be a
helpful reference during your employment with our Company. Although the policies contained in
the handbook pertain to a wide variety of situations, they are not all inclusive. Employees are
subject to all of Lummus Technology’s rules and regulations, whether set forth in this handbook
or elsewhere. Please read this handbook thoroughly and retain it for future reference. We
encourage you to ask questions of your manager or the Human Resources Team for clarification
of our policies or of your job responsibilities.
This handbook is not a contract but a guideline. Its contents should not be interpreted as an
express or implied contract or covenant of any type between Lummus Technology and its
employees. This handbook and all of Lummus Technology’s policies and guidelines are, of
course, subject to modification or rescission by Lummus Technology from time to time to deal with
changing conditions. Lummus Technology reserves the right to modify this handbook and al
policies such as personnel policies, wage policies and all other terms and conditions of
employment at any time without notice, subject to applicable employment and labor laws.
This handbook supersedes any and all previous employee handbooks and management memos
which may have been issued on subjects covered. If you have a written contract with Lummus
Technology, its terms supersede the provisions of this handbook, but only to the extent that the
matter is covered under the contract. Otherwise, the terms of this handbook shall prevail. State
and local laws may require some modification to the guidelines described in this handbook. It is
Lummus Technology’s policy to comply with applicable state and local laws in all locations where
Lummus Technology has facilities and this handbook shall be automatically deemed amended to
comport with such laws.
Early in your employment, you will realize that we have set very high standards for our
employees. These are necessary if we are to sustain our growth and achievement in our highly
competitive industry. At the same time, we are committed to providing you with challenging work,
recognition, and appropriate compensation and benefits in order to help you reach you individual
goals and objectives, as well as those of Lummus Technology.
By working collaboratively, we are confident that our future will be both productive and
prosperous for all of us.
We wish you every success as you start your career at Lummus Technology.
The Lummus Technology Management Team

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II. VISION, MISSION AND CORPORATE VALUES

Vision

Lummus Technology’s Vision is what the organization works toward together, serving as a guide
for clarity and inspiration. The company’s vision enables better understanding and execution of
our goals and strategies. Our Vision is:

Be the world’s leading process technology and solutions provider

Mission

Lummus’ Mission highlights our purpose and why we exist. As a company we know what we
do—but our Mission is why we do it. Our new Mission is:

Deliver mission critical process technologies so our customers make products that
improve the quality of life for people all over the world

Values

Our Values serve as a compass to help us achieve our Vision and Mission. These values will
strengthen our business and, for our clients, prove that we do indeed offer the best technology
and technology solutions anywhere in the world. Lummus’ Values are:

Innovation – We continue to build on over a century of innovation and creativity,

transforming big ideas into real solutions.

Partnership – We build lasting relationships with our customers, partners and employees
to position all stakeholders for success.

Excellence – We deliver excellence and value in everything we do, and consistently

strive to elevate our performance.

Growth – We constantly pursue strategies and initiatives to grow as a company and as

individuals.

Family – We trust each other, collaborate, communicate openly and stand together to
unify our people and our business.
.

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III. GUIDING POLICIES

A. EMPLOYMENT AT WILL

Employment at Lummus Technology is “At Will,” which means that any employee may
voluntarily resign at any time, and that Lummus Technology may discharge any
employee at any time, with or without cause or notice.
There is no promise of any kind by Lummus Technology contained in this handbook or
any other document provided to employees by Lummus Technology. Lummus
Technology remains free in its discretion to change wages, benefits and all other working
terms and conditions of employment without prior consultation, agreement, or notice to
employees.
This handbook and any other documents of Lummus Technology do not constitute
contracts of employment, either expressly or implied.
B. EQUAL EMPLOYMENT OPPORTUNITY

The Company provides equal employment opportunities to all employees and applicants
for employment without regard to race, color, religion, sex, sexual orientation, national
origin, age, disability, or status as Vietnam-era or special disabled veteran or any other
prohibited basis in accordance with all applicable federal laws. In addition, the Company
complies with applicable state and local laws governing nondiscrimination in employment.
It is the obligation of every employee to adhere to the spirt, as well as the letter, of these
practices. This policy applies to all terms and conditions of employment including,
without limitation, hiring, placement, promotion, termination, lay-off, recall, transfer,
leaves of absence, compensation and training.
The company will not tolerate discrimination and expressively prohibits any form of
unlawful employee harassment based on race, color, religion sex, sexual orientation,
national origin, age, disability, marital or veteran status or any other basis prohibited by
applicable law. It is a condition of employment that employees cooperate in all of the
Company’s investigations, including those involving a complaint of illegal discrimination
or harassment. If you believe that you are the victim of illegal discrimination or
harassment, or have witnessed such an incident, please follow the procedures set forth
under our policy titled “Prohibition of unlawful discrimination and anti-harassment.” No
retaliation will be taken against an employee who makes a good faith report of illegal
discrimination or harassment. As is true for breaches of other Company policies,
disregarding this Company policy will result in disciplinary action, up to and including
unpaid suspension or termination.

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Commitment to Diversity
Lummus Technology is also committed to creating and maintaining a workplace in which
all employees have an opportunity to participate and contribute to the success of the
business and are valued for their skills, experience, and unique perspectives. This
commitment is embodied in company policy and the way we do business at Lummus
Technology, and is an important principle of sound business management.
C. PROHIBITION OF UNLAWFUL DISCRIMINATION AND
HARASSMENT

Sexual and other unlawful harassment is a violation of Title VII of the Civil Rights Act of
1964 (Title VII), as amended, as well as many state laws. Harassment based on a
characteristic protected by law, such as race, color, ancestry, national origin, gender, sex,
sexual orientation, gender identity, marital status, religion, age, disability, veteran status,
or other characteristic protected by state or federal law, is prohibited.
It is Lummus Technology’s policy to provide a work environment free of sexual and other
harassment. To that end, harassment of Lummus Technology’s employees by
management, supervisors, coworkers, or nonemployees who are in the workplace is
absolutely prohibited. Further, any retaliation against an individual who has complained
about sexual or other harassment or retaliation against individuals for cooperating with an
investigation of a harassment complaint is similarly unlawful and will not be tolerated.
Lummus Technology will take all steps necessary to prevent and eliminate unlawful
harassment.
Definition of Unlawful Harassment. “Unlawful harassment” is conduct that has the
purpose or effect of creating an intimidating, hostile, or offensive work environment; has
the purpose or effect of substantially and unreasonably interfering with an individual’s
work performance; or otherwise adversely affects an individual’s employment
opportunities because of the individual’s membership in a protected class.
Unlawful harassment includes, but is not limited to, epithets; slurs; jokes; pranks;
innuendo; comments; written or graphic material; stereotyping; or other threatening,
hostile, or intimidating acts based on race, color, ancestry, national origin, gender, sex,
sexual orientation, marital status, religion, age, disability, veteran status, or other
characteristic protected by state or federal law.
Definition of Sexual Harassment. While all forms of harassment are prohibited, special
attention should be paid to sexual harassment. “Sexual harassment” is generally defined
under both state and federal law as unwelcome sexual advances, requests for sexual
favors, and other verbal or physical conduct of a sexual nature where:
• Submission to or rejection of such conduct is made either explicitly or implicitly a term
or condition of any individual’s employment or as a basis for employment decisions; or
• Such conduct has the purpose or effect of unreasonably interfering with an
individual’s work performance or creating an intimidating, hostile, or offensive work
environment.

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Other sexually oriented conduct, whether intended or not, that is unwelcome and has the
effect of creating a work environment that is hostile, offensive, intimidating, or humiliating
to workers may also constitute sexual harassment.

While it is not possible to list all those additional circumstances that may constitute sexual
harassment, the following are some examples of conduct that, if unwelcome, may
constitute sexual harassment depending on the totality of the circumstances, including
the severity of the conduct and its pervasiveness:
• Unwanted sexual advances, whether they involve physical touching or not;
• Sexual epithets, jokes, written or oral references to sexual conduct, gossip
regarding one’s sex life, comments about an individual’s body, comments about an
individual’s sexual activity, deficiencies, or prowess;
• Displaying sexually suggestive objects, pictures, or cartoons;
• Unwelcome leering, whistling, brushing up against the body, sexual gestures, or
suggestive or insulting comments;
• Inquiries into one’s sexual experiences; and
• Discussion of one’s sexual activities.

Complaint Procedure
Any employee who believes he or she has been subject to or witnessed illegal
discrimination, including sexual or other forms of unlawful harassment, is requested and
encouraged to make a complaint. You may complain directly to your immediate
supervisor or department manager, your local HR Manager, or Jason Turner, Senior
Director Human Resources, 2107 Research Forest Drive, The Woodlands, TX 77380,
(281) 368-3333, or any other member of management with whom you feel comfortable
bringing such a complaint to, who will report it to HR and Legal. Similarly, if you observe
acts of discrimination or harassment toward another employee, you are requested and
encouraged to report this to one of the individuals listed above.
No reprisal, retaliation, or other adverse action will be taken against an employee for
making a complaint or report of discrimination or harassment or for assisting in the
investigation of any such complaint or report. Any suspected retaliation or intimidation
should be reported immediately to one of the persons identified above.
Retaliation against an individual who has complained about sexual harassment, as well
as retaliation against individuals for cooperating with an investigation of a sexual
harassment complaint, is unlawful and will not be tolerated at Lummus Technology.
All complaints will be investigated promptly and, to the extent possible, with regard for
confidentiality.
Conduct in violation of this Policy will be subject to disciplinary action, up to and including
termination of employment. To preserve the rights of all employees, any individual who
makes an intentionally false or malicious accusation of discrimination, harassment or

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retaliation shall be subject to disciplinary action, up to and including termination of

employment.

D. IMMIGRATION LAW COMPLIANCE

The Company is committed to employing only individuals who are authorized to work in
the United States and does not unlawfully discriminate on the basis of citizenship or
natural origin.
In compliance with the Immigration Reform and Control Act of 1986, each new employee,
as a condition of employment, must complete the Employment Eligibility Verification Form
I-9 and present documentation establishing identify and employment eligibility. Former
employees who are rehired must also complete the form if they have not completed an I-
9 with the Company within the past three years, or if their previous I-9 is no longer
retained or valid.
Any Employee whose present verification documentation or immigration status is due to
change or expire is required to inform the Human Resources Department three months
prior to such event.
Employees with questions or seeking more information on immigration law issues are
encouraged to contact the Human Resources Department.
E. DRUG-FREE AND ALCOHOL-FREE WORKPLACE

It is the policy of Lummus Technology to maintain a drug- and alcohol-free work

environment that is safe and productive for employees and others having business with
the company.
The unlawful use, possession, purchase, sale, distribution, or being under the influence
of any illegal drug and/or the misuse of legal drugs while on company or client premises
or while performing services for the company is strictly prohibited. Lummus Technology
also prohibits reporting to work or performing services under the influence of alcohol or
consuming alcohol while on duty or during work hours. In addition, Lummus Technology
prohibits off-premises abuse of alcohol and controlled substances, as well as the
possession, use, or sale of illegal drugs, when these activities adversely affect job
performance, job safety, or the Company’s reputation in the community.
Lummus Technology believes that early recognition and treatment are critical to
successful rehabilitation. In addition, identification of possible substance abuse problems
in the early stages, and possible referral to appropriate care, also may minimize the
business, personal, family, and social disruption associated with substance abuse.
Therefore, Lummus Technology strongly encourages employees to seek help voluntarily
if they feel they have a problem. The company offers and Employee Assistance Program
(EAP), which offers confidential counseling regarding substance abuse. Our EAP
program is with OPTUM and their toll-free number is 866-248-4096.

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To ensure compliance with this policy, substance abuse screening may be conducted in
the following situations:
Pre-employment: As required by the company for all prospective employees who
receive a conditional offer of employment
For Cause: Upon reasonable suspicion that the employee is under the influence of
alcohol or drugs that could affect or has adversely affected the employee’s job
performance.
Random: As authorized or required by federal or state law.
Compliance with this policy is a condition of employment. Employees who test positive or
who refuse to submit to substance abuse screening will be subject to termination.
Notwithstanding any provision herein, this policy will be enforced at all times in
accordance with applicable state and local law.
Any employee violating this policy is subject to discipline, up to and including termination,
for the first offense. Please see our substance abuse program for additional details.
F. WORKPLACE VIOLENCE

Lummus Technology is committed to providing a safe, violence-free workplace for our

employees. It is our policy to prohibit any acts or threats of violence by or against
Lummus Technology’s employees, clients or visitors on Lummus Technology’s premises
at any time or while employees are engaged in business with or on behalf of Lummus
Technology, on or off Lummus Technology’s premises.
Threats, threatening language, or any other acts of aggression or violence made toward
or by any employee will not be tolerated. A threat may include any verbal or physical
harassment or abuse, attempts to intimidate others, menacing gestures, stalking, or any
other hostile, aggressive, and/or destructive actions taken for the purposes of
intimidation. This policy covers any violent or potentially violent behavior that occurs in
the workplace or at company-sponsored functions.
It is Lummus Technology’s policy to:
• Endeavor to provide a safe and secure work environment
• Take prompt corrective action, up to and including unpaid suspension or termination,
against any employee who engages in any threatening behavior or acts of violence or
who uses any obscene, abusive, or harassing language or gestures. Such corrective
action may also include notifying the police or other law enforcement personnel and
prosecuting violators of this policy to the maximum extend of the law.
• Take appropriate action when dealing with clients, former employees, or visitors to
Lummus Technology’s facilities who engage in threatening behavior, acts of violence
or who use obscene, abusive or harassing language or gestures. Such action may
include notifying the police or other law enforcement personnel and prosecuting
violators of this policy to the maximum extent of the law.

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• Prohibit anyone from bringing firearms, other weapons, explosives or hazardous

materials onto Lummus Technology’s premises.
• The possession of weapons, including firearms, is prohibited on Company premises,
except as expressly and specifically permitted by applicable law, subject to all
applicable client site rules and regulations. Except where expressly allowed by law,
weapons are prohibited in privately owned vehicles parked on company premises.
Signage shall be posted and will comply with applicable law.
• The company reserves the right to inspect all belongings of employees on its
premises, including packages, briefcases, purses and handbags, and gym bags, on
company property. In addition, Lummus Technology may inspect the contents of
lockers, storage areas, file cabinets, desks, and work stations at any time and may
remove all property and other items that are in violation of Company rules and
policies.
Any individual engaging in violence against the company, its employees, or its property
will be prosecuted to the full extent of the law. All acts will be investigated, and the
appropriate action will be taken. Any such act or threatening behavior may result in
disciplinary action up to and including termination.
Threat Reporting Procedures
All of our employees bear the responsibility of keeping our work environment free from
violence or potential violence. All potentially dangerous situations, including threats,
should be reported immediately to the Human Resources Department, or any other
member of management, who will notify the Human Resources Department of the
situation. Reports of threats and/or violence may be made anonymously through our
employee hotline at 855-901-8894. All threats and acts of violence will be promptly
investigated. No employee will be subject to retaliation, intimidation, or discipline as a
result of reporting a threat in good faith under this policy.
G. PROBLEM RESOLUTION

There are times when problems arise in the workplace. To help you resolve these
problems and to ensure equitable treatment in all matters, Lummus Technology has
established problem resolution guidelines. If you are concerned about any action or
decision affecting your job, you are encouraged to express your concerns to your
immediate manager/supervisor. Experience has demonstrated that most problems can
be resolved with a frank discussion of the facts.
If a resolution cannot be achieved with your immediate manager/supervisor, indicate that
you wish to bring an appeal to the attention of the next-level of management. Resulting
discussions between you, your manager/supervisor, and the next-level of management
should result in final settlement of the issue(s).

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If a resolution is not attained, you may contact the Human Resources Department
directly. Its role is to help you address the problem in an objective manner, to offer
suggestions on how you might resolve the problem, to assist directly in the resolution, or
to direct you to the individual who can best address the problem. .
H. DISCIPLINARY PROCEDURES

Guidelines for Disciplinary Actions

Lummus Technology is committed to maintaining a work environment that consistently
upholds the highest principles of safety, integrity, and performance. To achieve these
standards, we employ a progressive disciplinary action approach to address employee
conduct and performance issues as they arise.

It is critical that discipline is issued in a fair, consistent, and uniform manner. It is also
critical that, absent unusual circumstances, employees are given the opportunity to
explain their actions before any decisions are made in regards to what disciplinary
measures should be taken.

Supervisor Responsibilities

Supervisors have a special obligation to take affirmative steps to enforce company

policies, business practices, standards, processes, and procedures. This obligation
includes reporting violations of policies, business practices, standards, processes, or
procedures and taking appropriate disciplinary or performance actions when necessary.

The failure of a supervisor to report such matters for investigation and issue appropriate
discipline can lead to potential legal and regulatory liability for Lummus Technology.

Human Resources (HR) should be consulted to provide advice and counsel and assist
supervisors with investigations and in dealing with these issues to ensure consistency of
disciplinary actions.

Disciplinary Action Steps

Second/Final
Written
Verbal Warning Written Termination
Warning
Warning + PIP

Counseling may consist of verbal counseling or coaching. Counseling is often the

appropriate disciplinary measure for less serious violations or an initial offense. At this
stage, the supervisor or manager, or an HR representative, may conduct a coaching
session in private with the employee. The supervisor is expected to clearly outline
expectations and the steps the employee must take to improve performance or resolve

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the issue. The supervisor will complete a written Employee Performance Record form on
what was discussed and the date of the counseling session. The supervisor will then
forward this form to Human Resources to be filed in the employee’s personnel record.

Written disciplinary actions are often appropriate for violations that are more serious.
The written disciplinary action is issued to the employee during a disciplinary meeting
using the Employee Performance Record form and contains a statement regarding the
nature of the violation and a reminder about the possible consequences of future
violations. A witness will be included in the disciplinary meeting, preferably an HR
representative. If an HR representative is not available, the witness should be another
supervisor or manager. The supervisor signs and dates the Employee Performance
Record and the employee has the opportunity to include comments in writing. The
written reprimand is then forwarded to HR, which will ensure that it is included in the
employee’s personnel file.

If an issue is not corrected and persists, the supervisor may progress to a second written
disciplinary action. At this stage, the supervisor, in collaboration with Human Resources,
may also implement a Performance Improvement Plan (PIP). The PIP will outline in detail
the required actions an employee must take and the specific goals an employee must meet
in order to meet performance expectations. During the PIP, the supervisor will review
employee performance/behavior regularly and periodically to determine progress. If the
company determines that the employee is not making satisfactory progress at any time
during or at the conclusion of the PIP, the PIP may be extended or corrective disciplinary
action will be taken up to and including termination of employment.
Lummus Technology reserves the right to accelerate or deviate from the progressive
disciplinary action process whenever it deems necessary and appropriate.

Terminations

In some situations it may be necessary to terminate employment. Examples of possible

reasons for termination may include violation of company policy, HSE issues, substance
abuse, commercial bribery, fraud, harassment, workplace violence, retaliation, or
ongoing performance issues that have not sufficiently improved. Termination meetings
should be held face-to-face whenever possible. A witness must be present, preferably
an HR representative. If an HR representative is not available, the witness should be
another supervisor or manager.

I. OPEN COMMUNICATIONS

Effective communication between management and employees serves a vital purpose in

providing a good work atmosphere. In addition to human resources services, Lummus
Technology provides communications sources such as email notifications, Lummus
Technology’s Intranet, and postings on official bulletin boards placed in each work
location.

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Important announcements are posted by the Company from time-to-time on Lummus

Technology’s bulletin boards placed in each work location, our Intranet, and via email.
Such announcements may include: general interest information, changes in policies or
practices, approaching holidays, and other messages that affect you. The bulletin boards
are for Lummus Technology’s business, as explained above, as well as for state and
federal notices that we are required to post either on a continuing basis or a specified
times throughout the year. Employees are expected to review the company-wide email,
the Intranet and bulletin boards periodically and become familiar with the content of all
such notices. Failure to review these notices or communications does not mean changes
to not apply to employees.
J. SOLICITATION, DISTRIBUTION, ACCESS TO PREMISES, AND
TRESPASS

In order to maintain an orderly, professional atmosphere at Lummus Technology, as well

as to prevent interference with our services, the Company has developed the following
policies governing solicitation, distribution, access to the premises and trespass.
Solicitation and Distribution of Non-Business-Related Material
Solicitation of and/or distribution to any employee, by another employee, of any material
which is not directly related to work or business, may not be done in a way that interferes
with your job responsibilities or that of others during working time or in work areas.
Employees should not pressure other employees to participate in any solicitation of any
kind.
Trespassing Rule
Solicitation, distribution of literature or trespassing by non-employees on Company
premises is prohibited at all times. Any employee who becomes aware of a violation of
this policy should bring it to the attention of the Human Resources Department or any
other member of Lummus Technology management.
K. VISITORS IN THE WORKPLACE

To help ensure a safe and productive work environment and minimize potential liabilities
to the company, Lummus Technology employees must restrict outside visitors to
business-related purposes.
Brief social visits (such as from friends and family) are permitted; however, visitors must
be escorted and supervised at all times in order to minimize disruption. Failure to follow
these guidelines could result in disciplinary action, up to and including termination.

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L. HEALTH AND SAFETY

Employees have the duty to comply with the health and safety standards that are
established from time to time by Lummus Technology for the protection of employees
and to work as safely as possible. Employees are required to report to their manager,
HSE, or the Human Resources Department any condition an employee observes to be
dangerous or potentially dangerous, including any threats made to the employee, to other
employees, or regarding Lummus Technology and Lummus Technology’s property.
Visitors of any kind who enter our facilities should sign in at the reception desk and are to
be accompanied by an employee of Lummus Technology at all times. Occasionally, a
sudden illness or injury may occur. If an employee discovers an injured or seriously ill
employee, the employee should not move the individual; instead, the employee should
call 911 for an ambulance and inform the 911 operator of the nature of the problem and
the address and directions to the facility. Next, the employee should notify a supervisor
or a member of the Human Resources Department immediately. The supervisor or
Human Resources Department will notify the employee’s family or designated party, as
well as the receptionist so he or she can instruct emergency personnel where to go on
arrival.
L. COMPANY COMMUNICATIONS AND INFORMATION SYSTEMS POLICIES
The Company endeavors to employ secure and effective Communication and Information
Systems to ensure that its business is conducted as reliably, productively, and securely
as possible. Access to these systems is provided as a means of assisting Users in
maximizing the performance of their job functions for the Company. The systems are to
be used primarily for business-related activities and Users are always expected to use
the systems appropriately. Access is permitted only to those parts of our systems which
are needed for a User to carry out their job functions. Users of the Company’s
Communication and Information Systems are expected to comply with the terms of the
Company’s Information Technology policies. Users who abuse or misuse Communication
or Information Systems shall be subject to disciplinary action, up to and including
termination of employment. Our IT policies are located on our Intranet under Information
Technology.

IV. ONCE YOU BEGIN EMPLOYMENT

A. EMPLOYMENT CATEGORIES

Employees of Lummus Technology are classified as full-time, part-time, non-exempt and

exempt.

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1. FULL-TIME EMPLOYEES
Employees hired to work at Lummus Technology full-time at least 40 hours each
work week on a regular basis. Such employees may be “exempt” or “non-exempt”
as defined below. Employees who work 30 hours or more per week are entitled to
Lummus Technology benefits, subject to eligibility requirements.

2. PART-TIME EMPLOYEES
Employees hired to work at Lummus Technology for fewer than 40 hours per week
on a regular basis. Such employees may be “exempt” or “non-exempt” as defined
below. Hours worked on a part-time basis are not included in any calculation for
seniority. Part-time employees who are regularly scheduled to work 30 hours per
week are entitled to Lummus Technology benefits, subject to eligibility
requirements.

3. TEMPORARY EMPLOYEES
Employees engaged to work full-time or part-time on Lummus Technology’s
payroll with the understanding that their employment will be terminated either on
completion of a specific project or at any other specified time that Lummus
Technology, it is sole discretion, determines appropriate. Such employees may be
“exempt” or “non-exempt” as defined below. Generally, temporary employees are
not entitled to benefits and are employed for less than ninety days.

4. NON-EXEMPT EMPLOYEES
Employees who are required to be paid overtime at the rate of time and one-half
their regular rate for payable hours worked beyond 40 hours in a work week, in
accordance with applicable federal and state wage and hour laws. All overtime
must be approved in advance by an employee’s immediate supervisor.

5. EXEMPT EMPLOYEES
Employees who are not required to be paid overtime, in accordance with federal
and state wage and hour laws, for work performed beyond 40 hours in a work-
week.

All questions regarding these classifications should be directed to the Human Resources
Department.

NOTE: The terms “exempt” and “non-exempt” apply to the Fair Labor Standards Act
(FLSA), which describes whether or not you are eligible for overtime pay. Only “non-
exempt” employees are eligible for overtime pay, provided they have prior approval from
their manager. The Company intends to pay its exempt employees on a salary basis and
will not make deductions from salary that are prohibited under the FLSA. All questions
regarding these classifications should be directed to the Human Resources Department,

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which has the expertise to define whether jobs should be classified as exempt or non-
exempt.

B. YOUR JOB DESCRIPTION

At Lummus Technology, we frequently use written job descriptions to aid in staffing, wage
and salary administration, and training. They also help employees and supervisors
communicate about job responsibilities. However, job descriptions are not to be viewed
as comprehensive, definitive documents; they are only guidelines and can normally be
expected to change over time.

From time to time, employees are expected to perform duties and handle responsibilities
that are not part of their normal job. If, over time, the new duties and responsibilities
remain a regular and significant part of the position responsibilities, it may be appropriate
to amend the written job description. The Human Resources Department can assist with
this process.
C. EMPLOYEE DEVELOPMENT AND TALENT MANAGEMENT

Employee Development and Talent Management is a top priority for Lummus

Technology. Our employees are our greatest asset, and we want to ensure they are
challenged and able to succeed. We offer various training platforms from web-based
training to lunch and learn technical presentations. We provide a comprehensive
engineering training program to our college graduates and encourage mentoring at all
levels of the organization. Our compliance, human resources and HSE online training
platforms include important information for our employees to learn and are mandatory
requirements for the success of our technology business.
From time to time, an employee may be approached by his or her direct supervisor or
other members of management to identify an employee’s strengths and weaknesses,
isolate specific areas in which the employee may require additional training or
management assistance and increase the employee’s awareness of his or her
contribution to the achievement of Lummus Technology goals and objectives. Although
your job performance is evaluated on an ongoing basis by your manger, you will normally
take part in a formal performance appraisal at least once a year and it will become part of
your personnel file. Employee performance appraisals are a valuable tool for both the
employee and his/her manager. If you do not receive your formal annual review, please
contact your manager.
At Lummus Technology, we encourage the performance appraisal process to be
interactive, with preliminary input and information being provided by both the employee
and his/her manager. The employee will be required to acknowledge the performance

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appraisal, but not required to agree with it. Refusal to acknowledge will be noted. The
employee may submit a written response to the performance appraisal.
Lummus Technology considers discussions relating to performance, which may or may
not be memorialized in writing, to include personal and sensitive information and
therefore such information will be treated with the utmost confidentiality. Lummus
Technology expects that all employees will also treat this information in a confidential
manner. Performance appraisals do not necessarily result in wage or salary adjustments
D. DRESS AND PERSONAL APPEARANCE

Lummus Technology’s success depends on public confidence in our professionalism.

Therefore, employees are expected to maintain a professional business image at all
times. Employees at any time may be in personal contact with clients and potential
clients so everyone is expected to wear professional business attire appropriate to their
position during normal business hours. Employees are expected to refrain from wearing
attire that lends itself to presenting an overly provocative or unprofessional image.
However, there may be instances when management may designate a casual day or
period of time for casual attire in the office. Appropriate dress for such a day would be
defined as “business causal” attire. Of course, please remember that issues such as
good grooming, personal hygiene habits, and consideration of the quantity of cologne or
perfume worn should also be observed at all times.
Employees who do not comply with the Company’s standards of appropriate business
attire will be subject to disciplinary action (such as being asked to leave the premises for
the day) at management’s discretion. An employee’s repeated failure to comply with this
policy may result in termination of employment.
E. ATTENDANCE AND PUNTUALITY

Others depend on your presence at work so you should be conscientious about your
attendance. You are expected to be in your work area and ready to begin work at your
designated starting time. If you anticipate a delay, you are responsible for phoning your
manager well in advance of your scheduled arrival time. If you are absent for three
consecutive days without notifying your supervisor, your employment may be terminated.
Lummus Technology also counts on your being at work on a regular basis to carry out
the responsibilities of your job. Excessive absences or tardiness subtract from your
overall job performance and usually add to the workload of other employees. Therefore,
if your manager determines that your absence or tardiness record has become poor or
excessive, your situation will be evaluated to determine the appropriate course of
corrective/disciplinary action.

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F. LUNCH PERIODS

Department work schedules may allow for a lunch period of up to one hour. Managers
are responsible for setting lunch schedules. If you are a non-exempt employee, overtime
pay rates do not include lunch periods taken. Prior management approval must be
obtained before working through all or any part of a lunch period. If you have any
questions regarding lunch periods, speak to your manager or contact the Human
Resources Department.
G. YOUR PAYCHECK

DIRECT DEPOSIT
We require all employees to have their pay automatically deposited into a personal bank
account. Once you sign up, this option generally becomes effective a minimum of two
weeks after your account number has been verified. Authorization forms are available
from the Human Resources Department.
H. SALARIED EMPLOYEES, PART-TIME EMPLOYEES AND TEMPORARY
EMPLOYEES

All US employees are paid on a bi-weekly basis every other Friday. Each paycheck
compensates you to the date indicated on your pay stub. Overtime pay may appear in
the following paycheck.
DEDUCTIONS
Various payroll deductions are made to comply with applicable federal, state and local
law pertaining to such items as tax and insurance. Certain benefits offered by Lummus
Technology may require employee contributions which will be deducted from wages with
prior authorization from the employees.

The statement attached to your paycheck shows the amount you earned for that pay
period. It also itemizes your deductions and taxes and shows the amount of your take-
home pay.
GARNISHMENT
Lummus Technology must accept an income execution (garnishment) on an employee’s
wages.
ERRORS
Please review your paycheck for accuracy. If you find a mistake, report it to your Human
Resources Department who will assist you in taking the necessary steps to correct the
error.

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I. SMOKING POLICY

Lummus Technology is dedicated to providing a healthy, comfortable and productive

work environment. As such, we will make every reasonable effort to protect employees
from second-hand smoke, and to uphold the rights of non-smokers, by offering a smoke-
free environment. Therefore, our policy prohibits smoking in the workplace or anywhere
in the building, at all times.
We recognize that some employees wish to smoke; however, they should not smoke
anywhere that may expose a non-smoker to second-hand smoke, and only in areas
officially designated by Lummus Technology and/or building management as “smoking
permitted.” Employees in violation of this policy will be subject to appropriate disciplinary
action.
This policy applies to all employees, vendors, clients, and general visitors when they are
at any Lummus Technology location.
Our Employee Assistance Program offers a program to assist or refer employees to a
smoking cessation program, if desired.
J. EMPLOYMENT OF RELATIVES

Although Lummus Technology has no general prohibition against hiring relatives, we

have established a few restrictions to help minimize issues of safety, security,
supervision, and morale.
While we will accept and consider applications for employment from relatives, such
relationships will not guarantee employment and/or promotion within our Company. In
addition, close family members such as parents, grandparents, children, spouses,
brothers, sisters, or in-laws generally will not be hired or transferred into positions where
they directly or indirectly supervise or are supervised by another close family member.
Further, such relatives generally will not be placed in positions where they work with or
have access to sensitive information regarding a close family member, or if there is an
actual, apparent, or perceived conflict of interest.
K. JOB POSTING AND EMPLOYEE REFERRAL PROGRAM

The Company’s job posting system is designed to keep you informed of certain job
openings and to provide you with advancement opportunities. In general, job vacancies
will be posted on the Company’s Intranet and Website. Typically, postings will generally
include title, minimum hiring specifications and the essential functions of the job. In
certain instances, as determined by Lummus Technology in its sole discretion, certain
positions may not be posted and nothing in this policy shall be deemed to obligate
Lummus Technology to post all positions.

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To be considered for a posted position, you must have completed a minimum of one year
of service and meet the job requirements indicated on the posting notice. You must also
notify your immediate supervisor that you are interested in applying for the posted
position before you apply. Your overall job performance will also be taken into
consideration when determining eligibility for a posted position.
Lummus Technology endeavors to provide the most capable and experienced employees
into each new job opening based on a demonstrated ability to assume greater
responsibility. Lummus Technology may, however, chose to recruit and hire from outside
Lummus Technology to attract the most qualified individual for a particular position.
Although Lummus Technology will consider existing employees for promotional
opportunities as they arise, nothing in this policy obligates Lummus Technology to hire
from its own workforce or otherwise assure that existing staff will be promoted or
transferred to fill vacancies.
Lummus Technology values employee referrals from our employees and as such, offers
an employee referral for specific positions that are highlighted under our employee
referral policy. For more information, please contact your human resources
representative.
L. CONFIDENTIAL MATERIAL

Employees are responsible for the integrity and protection from unauthorized disclosure
of confidential information. Confidential information may, without limitation, include any
information concerning Lummus Technology’s decisions, operations, data, procedures,
plans, earnings, income, financial or business forecasts, proposed acquisitions, client,
prospect or vendor lists, all client or vendor records and other information, processes,
technologies, methods, and the like. Both during your employment and afterward you
leave Lummus Technology, confidential information may not be disclosed to other
employees who do not require such information in furtherance of their duties to Lummus
Technology or to persons or businesses outside of Lummus Technology, such as friends,
immediate family members, other relatives, clients, vendors or competitors. Additionally,
from time to time, some employees may have access to material non-public information
regarding publicly traded companies. Employees are forbidden from sharing or trading
on such information. All employees will be expected to sign confidential agreements and
to adhere to the terms of Lummus Technology’s compliance policies. You must protect
Lummus Technology‘s and its clients’ confidential and business information and make
efforts to handle it carefully during the business day as well as securing it appropriately at
the end of the business day. Upon termination of employment, the employee shall return
to Lummus Technology all property then in the employee’s possession or custody and
belonging to Lummus Technology or any client, including any confidential information.
Employees may not retain any copies or reproductions of correspondence, memoranda,

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reports, projections, notes, financial information or other documents relating in any way to
the affairs of Lummus Technology or its clients, other than publicly filed document.
From time to time, employees may communicate with inside or outside counsel of the
Company regarding pending or threatened litigations or arbitrations against the
Company. The substance of all such conversations is privileged, and this privilege
belongs to the Company, not to any individual employee. Employees are forbidden from
disclosing the substance of any privileged communication except in furtherance of the
Company’s interests.
Breach of such confidentiality will result in disciplinary action up to and including unpaid
suspension or termination, and possible criminal charges. Any time you are uncertain as
to whether you may divulge information or answer questions, refer the matter to your
manager. As a condition of employment, all employees are required to sign and adhere
to Lummus Technology’s Employee Invention and Confidential Information Agreement.
M. ACCEPTING/GIVING OF GIFTS

To build goodwill with potential and existing clients and other business partners,
exchanging gifts and entertainment as business courtesies is accepted business practice.
However, we must be cautious when exchanging business courtesies to avoid a conflict of
interest or the appearance of one.
You must not give or receive gifts of any value under circumstances that are unlawful or
might otherwise appear to be an attempt to improperly influence a decision that affects the
Company. In the context of a business relationship the giving or receiving of gifts or
entertainment is acceptable within the limits and conditions defined in the Company’s Gifts
and Entertainment Standards.
You may offer or receive gifts and entertainment commonly accepted as business
courtesies, provided they are of nominal value and will not inspire favoritism or a sense of
obligation to provide something in return.
Meals and entertainment must be reasonable, must be for a business purpose, and must
not be so frequent that they suggest a pattern.
If you receive a gift exceeding the parameters set within the Company standards, you are
required to seek approval or, if necessary you should return it with a note explaining the
Company standards.
Finally, because there are special rules and restrictions regarding government officials, we
cannot overstate the need for you to consult with your local Compliance Manager,
Corporate Compliance Officer, or Corporate Legal Counsel when you have any doubt
about matters of gifts and entertainment. Additional information can be found in the
Lummus Technology Code of Conduct.

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N. PUBLIC RELATIONS/MEDIA

It is imperative that Lummus Technology be represented to the media in an articulate,

informed and consistent manner. Any inquiries from the media or representatives from
the press must be directed to the Marketing and Communications Department. All other
media inquiries or request for information or interviews should be directed to the Manager
of Marketing.
O. TRAVEL POLICY

Purpose
The purpose of this policy is to outline a standardized business travel process and ensure
Lummus Technology’s resources are being used effectively and economically.
Scope
As used in this policy, “Lummus” shall mean Lummus Technology and its affiliated legal
entities. This policy applies to all employees and business partners whose travel is paid
for by Lummus.
Alternatives to Travel
Before planning a business trip, determine if there is a way to meet your objectives
without traveling. Today’s technologies enable collaboration at a significantly lower cost
and with less time away from home and work. Travel is expensive and takes a toll on
work and family effectiveness – leverage technology and the Internet as much as
possible to meet your business needs. These technologies include:
• Video-conferencing
• Audio-conferencing
• Virtual Meetings (e.g. WebEx/Skype Meetings)
Employees should consider and use the above technologies as often as possible to help
control costs in lieu of travel.
Reasonableness
When travel is required, make travel decisions that meet the needs of the business and
achieve the optimal cost consistent with the safety and well-being of the traveling
employee(s).
While business travel is an integral part of our business activities and relationship
management with our customers, both the company and the employees may be
expected to exercise reasonableness in how money is spent. Employees who need to
travel may expect do so safely and without jeopardizing their professional performance.

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Likewise, the company shall not be expected to pay for costs that can be avoided, or for
items or services that are immoderate or not really required for the travel purpose.
Approvals
Business travel can only be booked after approval by the respective Business Unit Head
or Local Managing Director/Executive or a Lummus Executive Team Member or
Operations Support (per the DOA).

Advanced Purchase
When possible, business travel bookings shall be made no fewer than 14 days in
advance of departure. This will help ensure that best prices are obtained and will save
the company money. If travel is booked with less than 14 days advance notice, employee
must provide specific details as to why the travel was not booked in advance.

Travel Arrangements
All business travel, including airline tickets, en route changes, hotels and rental cars are
required to be booked by your department assistant who will use Lummus’ authorized
travel agency, [AMEX Travel], or the designated online tool [Concur]. Preferred vendors
shall be used when available to benefit from pre-negotiated lower rates. Travel should be
booked based on best itinerary that supports the business needs for the travel and best
travel cost.

Traveler safety and security is of the utmost importance to Lummus. Travel booked
through our approved company’s systems generates an itinerary for each traveler and
helps Lummus to locate employees in the event of an emergency.

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Airline Frequent Flyer Programs/Clubs

The company will not reimburse airline club membership costs. Participation in these
programs shall not influence flight selection which results in additional cost to the
company beyond lowest logical fare. Frequent flyer miles / points belong to the traveler.

Reimbursable Air Travel

For travel arrangements that are billable to a client or a project, employees are allowed to
book the class of air travel as determined by the respective agreement in place. In case
the respective agreement does not specify travel class, the section “Company-Paid Air
Travel” generally applies.
Company-Paid, Non-Billable Air Travel
International
For international flights lasting eight (8) hours or longer (shortest logical route in-air flight
time), business class travel is approved.

In certain circumstances, an employee may need to fly a red-eye flight to attend a same
day meeting, in these cases, for flights lasting six (6) hours or longer (shortest logical
route in-air flight time), business class is approved.

*For international trips to various locations, where connecting flights in the destination
country are difficult (Russia, China, etc.), business class tickets will be approved with
prior approvals.

Domestic
All domestic travel (i.e. within USA, India, EU, Russia, GCC or China) will be economy
class only.
Employees may use loyalty or mileage points to upgrade class of air travel for any flight,
except when ineligible.

Baggage Fees
Reasonable checked baggage fees will be reimbursed.
Excess or overweight baggage fees are not reimbursable, unless there are special
circumstances present. Claims must be documented in writing and submitted with the
expense claim form.

Airport Parking
The most economical choice for airport parking is required. When available, long-term
parking should be used for trips in excess of 24 hours.
Ground Transportation at Destination and to/from Airport at Point of Origin (if not parking
car at airport)
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Lummus requires employees to use Uber, Lyft and ride-sharing when traveling. In
locations where using Uber, Lyft, or ride-sharing doesn’t make sense or is considered
unsafe, employees may use local transportation provided by the office or rental car. Use
of a rental car is discouraged and should only be mostly in a traveler’s home region (i.e.,
US, Europe) and not in unfamiliar locations. Car rental reservation must be made via
Lummus’ travel agent.

At Point of Origin, use of town cars and other similar services for transportation to/from
the airport need pre-approvals with explanation of why the employee doesn’t feel they
can drive their own car and leave at the airport parking or use Uber, Lyft or a similar
ridesharing service.

Employees may travel by train for business purposes. Train travel will be in coach class
except in China, Russia and India where business class travel is permitted. In other
countries business travel will only be permitted with prior approval for special
circumstances such as traveling with client representatives.

Lodging/Accommodation

Employees should stay only at Lummus approved hotels when they travel. An exception
would be when attending a meeting or conference in a specific hotel or when the
approved hotel is a significant inconvenience. For exceptions, care must be made to stay
in safe hotels at a reasonable price.

Meals and Incidentals

Receipts are required for meals and incidentals over USD$25.00*. Reasonable and
justifiable expenses incurred for meals and gratuities during business travel are
reimbursable. Cash-based gratuities are to the account of the employee and will not be
reimbursed by Lummus.
Reasonable expenses for alcoholic beverages purchased with a meal or immediately
prior to a meal will be reimbursed. Excessive consumption of alcoholic beverages
including excessive mini-bar expenses will not be reimbursed by Lummus.

*Each office location may have a somewhat specific approach as required by local
practices and laws when it comes to meals and incidental reimbursement. Employees will
be provided with instructions in these locations that deviate from the requirement for
receipts for meals and incidentals.

Exceptions
An exception for upgrade on international air travel may be provided by the President of
Lummus Technology in certain cases. This exception must be obtained in writing before

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the respective travel booking and will be reviewed and discontinued at the discretion of
the President.

A medical exception may be obtained by issuance of a doctor’s note showing a medical

need. Medical exceptions will be submitted to Human Resources and will be periodically
reviewed.

PROCEDURES

Lummus reserves the right to use its discretion in applying this policy under special or
unique circumstances.

Lummus also reserves the right to amend or discontinue this policy at any time with or
without prior notice.

P. BENEFITS OVERVIEW

The Company has established a variety of employee benefit programs designed to help
employees and their eligible dependents with group insurance, dental, life insurance,
flexible spending, workers’ compensation, savings & investment and employee
assistance program.
The benefits enrollment guide is a separate document that will give you a general
overview of each of these employee benefits. Complete details of the Company’s plans
are contained in official plan documents, such as insurance contracts and master plan
documents. If there is any contradiction between the information appearing in the
benefits enrollment guide, the SPDs, and the information which appears in these official
plan documents, the official plan documents will govern in all cases. The Company
anticipates continuing to make available to its employee benefits described in these
documents. However, the Company reserves the right to amend or terminate these
benefits at any time. The level of employee contribution to benefits costs is also subject
to change in the Company’s discretion. The existence of these employee benefits and
plans, in and of themselves, does not signify that an employee will be employed for the
requisite time necessary to qualify for these benefits and plans.
Lummus Technology also carries insurance to cover the cost of work-relate injury or
illness. Workers’ Compensation Insurance helps pay for your medical treatment and part
of any income you may lose while recovering. Specific benefits are prescribed by law
depending on the circumstances of each case. To be assured of maximum coverage,
work-related accidents must be reported immediately to both your Supervisor and our
Benefits Manager.

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Q. EDUCATIONAL ASSISTANCE PROGRAM

To encourage and enhance your growth and learning potential, as well as your job
performance, the Company has established an Educational Assistance Program.
The Educational Assistance Program enables employees to continue the expansion
of their knowledge and skills while working.

The Educational Assistance Program is available to all salaried, regular, full-time

employees. It is intended to further employee education at recognized and
accredited institutions, in areas of study which will benefit both the individual and the
Company. When traditional classroom training is not readily available or feasible,
correspondence courses or technology-mediated courses from approved and
accredited institutions may be used.

Courses
Courses taken under the Educational Assistance Program must be directly related to
the present duties of the employee, or to duties likely to be assigned in the future.

Also included under the Educational Assistance Program are:

• Professional review courses and exams (i.e., Professional Engineering
License, CPA, etc.)
• Courses required to complete a Company-approved degree program,
certification program or vocational program.

Employees who are considering enrollment in the Educational Assistance Program

shall discuss their choice of course(s) and/or education Educational Assistance
Program with their supervisor and their local Human Resources representative to
assure that the course(s) or education Educational Assistance Program is directly
related to the employee's currently assigned duties, or to duties likely to be
assigned in the future. Employees must also ensure that they possess the required
prerequisites for the course(s) and the necessary qualifications for completing the
course(s). The employee's supervisor/manager must complete an Educational
Assistance Program - Business Case form and submit it to their local human
resources representative for approval. It is also required that an Individual
Development Plan is completed. After the Business Case Form is approved, then
the employee should follow the Educational Reimbursement Instructions for
reimbursement.
Costs & Reimbursements
To ensure reimbursement under the Educational Assistance Program, an
application must be approved by the employee's supervisor, business head, and
the local Human Resources Manager prior to enrollment in any course(s).

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The cost of tuition and other instructional fees (e.g., registration fees, laboratory fees,
etc.) will be reimbursed to the employee upon submission of evidence indicating the
successful completion of a previously approved course. This reimbursement shall not
exceed $5,250.00 of costs incurred during the calendar year. Employees receiving
assistance from other sources (e.g. scholarships, etc.) will receive a tuition refund
only to the extent that their costs exceed the allowances from these other sources
and the excess cost does not exceed the $5,250.00 limit otherwise refundable under
the Educational Assistance Program.

Any taxes incurred by the employee as a result of refunds granted under the
Educational Assistance Program are the responsibility of the employee and will
not be reimbursed by the Company.

Reimbursement will be made for each course completed with a passing grade of "C"
or better. In no case shall reimbursement be made for a grade of "D" (including D+)
or "F". Reimbursement will be made for grades of "Pass" in those courses where
Pass or Fail grades are given.

Any employee who voluntarily drops a course or otherwise fails to complete the
course satisfactorily shall not be eligible for a refund of the cost of the course
unless the withdrawal or failure is due to the employee's participation in a required
military leave, or is initiated at the Company's request.

The employee is responsible for paying all tuition, fees, or other mandatory charges
directly to the educational institution. Cash advances will not be made by the
Company for payment of tuition, fees, or other charges.
Employees shall arrange their classes so as not to interfere with their work
schedules or functions.

Travel time to and from school under the Educational Assistance Program is
considered to be outside the regular course of employment and, therefore, is not
covered by Worker's Compensation, Travel Accident Insurance, or other Company
liability insurance, unless otherwise stated in the respective summary Educational
Assistance Program description.

Funding for education refunds shall be budgeted and paid from the cost center that is
responsible for the employee's payroll. Please note that this program is offered as an
additional perk to our employees and is not an entitlement, and that it is important for
employees to speak to their manager about participating in this program. Managers
will need to ensure they have budgeted for these expenses as part of their annual
budget forecast.

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Educational Assistance Program Administration

The Human Resources Department shall be responsible for the overall administration
of the Educational Assistance Program for their employees which includes the
following.
• Inform the employees of the Educational Assistance Program and explain its
benefits and obligations.
• Advise employees in the selection of appropriate subjects and programs.
• Ensure that selected course satisfies accreditation requirement.
• Maintain adequate records of enrollments and refunds, including placing a
copy of application and repayment form, in the employee's personnel file.
• Evaluate and approve/reject requests for enrollment (in conjunction with the
employee's supervisor).
• Authorize disbursement of funds through accounts payable upon presentation
of evidence of satisfactory completion of course(s) (transcript) and receipts for
other approved expenses.
The following forms must be completed to receive educational assistance and are
available from your local human resources representative:

• Educational Assistance Program Business Case Form

• Individual Development Plan
• Educational Assistance Program Application/Reimbursement Form

V. TIME OFF
A. HOLIDAYS

If you are a full time employee who is regularly schedule to work 40 hours a week, you
are granted paid holidays, provided the holiday falls on a regularly scheduled workday.
Lummus Technology follows the following holiday schedule for 2020:
• New Year's Day
• Good Friday
• Memorial Day
• Independence Day
• Labor Day
• Thanksgiving Day
• Day After Thanksgiving Day
• Christmas Eve
• Christmas Day
• New Year's Eve

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B. VACATION

Lummus Technology believes that employees will benefit from taking time away from the
working environment for mental and physical rest and relaxation. Therefore, Lummus
Technology grants all eligible employees time off from work.

Whenever possible, vacation should be scheduled well in advance. It is subject to

supervisory approval, department staffing needs and established departmental
procedures. Vacation time must be scheduled in increments of at least ½ day.

Eligibility
This procedure applies to all U.S. direct exempt and non-exempt employees of
Lummus Technology who work a regular schedule of 30 hours each week or more.

Vacation Allotment
The calendar year vacation benefit is based on length of service with the Company,
except for some members of management as defined in this policy. We encourage
employees to take all accrued vacation time each year, but employees may carry over 40
hours each year if necessary. The vacation allotment for new hires will be evaluated, and
it is the company’s discretion to determine what is offered based on relevant industry
experience. Effective January 1, 2021, the Executive Team (President, CFO, CCO, CLO
and CTO), the VP of R&D, Business Unit Heads (Ethylene, Petrochemicals, Hydrogen,
Sulfur, Refining, CLG, and Lummus Consultants), and Functional Heads (Employee
Support, Operations, and Investor Relations/M&A) will no longer accrue vacation on an
annual basis. These roles will be provided specific instructions on time charging
practices.

Vacation Schedule

Annual Days Annual Hours Hours Earned Each

Month
New Hires 10 80 6.67
through 4 Years
5 through 9 Years 15 120 10

10 through 24 20 160 13.33

Years
Over 25 Years 25 200 16.67

New Hires
Newly hired employees will be entitled to receive a pro rata amount of vacation for the
time worked between their hire date and December 31st of the first year of
employment. A half month calculation will be used to determine the first month; for

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example, if an employee starts work on or before the 15th of any month then they will
receive the full months’ vacation amount, if they start after the 15th then they will
receive one half of a month’s allowance.

After completion of the first calendar year, the full entitlement, based on the vacation
schedule above, vacation time is available beginning January 1st and earned each
month thereafter. Employees whose anniversary date falls in the fifth or tenth year of
service will be eligible for their respective number of vacation hours beginning on
January 1st of their anniversary year but earned each month thereafter. For employees
hired via an exception with more than 2 weeks vacation allotment, additional vacation
time will apply once you earn the next milestone of service at Lummus Technology. For
example, if you were hired with 15 days of vacation, you receive 20 days of vacation
when you reach your 10th year with Lummus, you will be eligible for 25 days when you
reach your 25th year with Lummus Technology.

Rehires
Employees rehired with the company after July 1, 2020 who have previous Lummus
Technology service, will have previous service time counted to determine vacation
benefit eligibility.

Vacation Carry Over

All employees will be allowed to carry over a maximum of forty (40) hours of vacation into
the next calendar year. The carried over vacation will be in addition to the employee’s
regular vacation hours and must be taken by the end of the year in which they carried it
over into. Carry over vacation not taken by will be forfeited.

Terminations
Employees who are voluntarily or involuntarily terminating from the Company will be paid
for unused, earned vacation up through their termination date. If vacation already taken
exceeds vacation earned at the time of termination, this difference will be deducted from
the employee’s final paycheck. A half month calculation will be used to determine the
amount due for the last month; for example, if an employee’s last day of work is on or
before the 15th of any month then they will receive half of the months’ vacation amount, if
their last day of work is after the 15th then they will receive the full month’s allowance.

Unused/Earned vacation may not be used to extend an employee’s termination date.

Termination date will be the last day worked with any earned vacation benefit paid out as
a lump sum. Vacation carry over earned, but not taken will also be paid out as a lump
sum.

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Vacation Donation Program

If an employee has a personal hardship or health condition and requires additional time
off because they have exhausted all sick and vacation time and failed to elect short term
disability coverage, employees may receive donated vacation time from other employees.
Please contact your human resources representative for additional information for these
situations.

LUMMUS TECHNOLOGY VACATION PURCASE PLAN (US)

The Vacation Purchase Program (hereinafter “Program”) is offered as part of the menu of
benefit options under the Lummus Technology Cafeteria Plan (the “Plan”). Under the
Program, employees can purchase additional vacation days on a pre-tax basis and
spread the cost of doing so over the payroll calendar year. Lummus Technology (the
“Company”) reserves the right to amend or terminate the Program at any time and for any
reason.

Eligibility
All salaried based full time employees working in the U.S. who work at least forty hours
per week and are paid via the U.S. payroll.

Enrollment
Enrollment in the Program is completely voluntary. Once enrolled, the employee must
generally continue participation in the Program until the end of the calendar year, unless
the employee is terminated, goes out on unpaid LOA or transfers to an ineligible
employee classification.

If you do not enroll when first eligible as a newly hired employee or during the Annual
Enrollment Period (as further described below), or if you lose eligibility (for whatever
reason) during the calendar year, you may not later enroll/re-enroll in the Program during
the calendar year, even if you have a Permitted Change Event (as defined under the
Plan).

Annual Enrollment Period

Open enrollment is held once a year during the Annual Enrollment Period (which is
typically held in October or November of each year and communicated to all
employees). Employees must enroll each year and elect the number of vacation days
they purchase for the following calendar year. An employee’s election during the Annual
Enrollment Period will be effective January 1 of the following calendar year.

New Employees
New employees who are eligible to participate may enroll in the Program within thirty (30)
days of their date of hire. If a new employee timely enrolls in the Program, his/her
election will be effective as of the first payroll period (or as soon as administratively

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possible) following the date the Company receives the properly completed election form.
If a new employee does not enroll in the Program within thirty (30) days of their date of
hire, the employee must wait until the next Annual Enrollment Period to enroll in the
Program even if he/she experiences a Permitted Change Event (as defined under Plan).

Existing Employees
Employees who are eligible to participate may enroll during the Annual Enrollment Period
for participation in the following calendar year. An employee’s election during the Annual
Enrollment Period will be effective January 1 of the following calendar year.

Vacation Purchase Program Benefits

Benefits Provided
An employee may purchase a minimum of 1 day (equal to 8 hours) up to a maximum of
10 days/80 hours of vacation time each calendar year. The amount of vacation
purchased is in addition to the vacation days an employee is eligible to receive pursuant
to Lummus Technology’s regular vacation policy. Vacation days purchased under the
Program are paid for through pre-tax payroll deductions taken equally from an
employee’s paychecks throughout the calendar year.

Use of Purchased Vacation Days/Recording in Time System

If an employee enrolls in the Program within thirty (30) days of date of hire, vacation days
elected for purchase will become available to the employee at any time after receipt of
the properly completed election form. Each calendar year thereafter, if the employee
elects to purchase vacation days during the Annual Enrollment Period, vacation days
elected for purchase will become available as of January 1 of the following calendar year.
The use of all vacation days, including purchased days under this Program, requires the
prior approval of the employee’s supervisor and must be otherwise taken in accordance
with Lummus Technology’s vacation policies. Employees who are using purchased
vacation days will be paid at their current salary during such vacation. Use of all
purchased vacation days must be recorded on an employee’s timecard or such other
system used by the Company for tracking employee hours.

Employees are not permitted to take fractional days of purchased vacation. Therefore,
usage must be recorded in whole day increments.

Unused Purchased Vacation Time

No reimbursements will be provided for purchased but unused purchased vacation days.
All employees will be allowed to carry over a maximum of forty (40) hours of vacation into
the next calendar year. This forty (40) hours of vacation may include purchased vacation
time. The carried over vacation will be in addition to the employee’s regular vacation
hours and must be taken by the end of the year in which they carried it over into. Carry
over vacation not taken by will be forfeited.

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Determining the Cost of Purchased Vacation Time

The cost of purchasing vacation days under the Program should not change after initial
enrollment except, for example, if an employee changes from a 40 hour weekly work
schedule to a 30 hour weekly work schedule. In such cases, the Company will continue
to withhold at the same calculated rate based on the salary as of the effective date of
enrollment. Your Human Resources Business Partner can assist you with calculating the
cost of purchasing additional vacation days.

Transfers between Eligible and Ineligible Status

If an employee transfers from ineligible to eligible status during the course of a calendar
year, the employee will not be able to enroll in the Program until the next Annual
Enrollment Period following the effective date of the transfer. The following example
illustrates the effect of a transfer from ineligible to eligible status:

Example #1: Jane, a foreign employee working in the U.S. on a temporary

assignment, is transferred to a permanent assignment in the U.S. working thirty or
more hours per week. Although Jane is eligible to participate after the transfer to
the permanent assignment in the U.S., she may not enroll in the Program until the
next Annual Enrollment Period following the date of the transfer.

If a participating employee transfers from eligible to ineligible status during the

course of a calendar year (e.g., due to an unpaid leave of absence) his or her
participation in the Program will end. Once the employee becomes ineligible for
participation, pre-tax payroll deductions will cease immediately. The employee will,
however, be permitted to use any unused full vacation days purchased during the
time they were eligible for participation in the Program. The employee will be paid
taxable wages reimbursed for any fractional purchased vacation days remaining.
Any amounts reimbursed to the employee will be subject to taxes. If the employee
returns to eligible status during the same calendar year, the employee will not be
allowed to re-enroll in the Program until the next Annual Enrollment Period. The
following example illustrates the effect of a transfer from eligible to ineligible
status:

Example #2: Joe is a full-time employee who enrolls in the Program during the
Annual Enrollment Period and elects to purchase 3 vacation days for the 2021
calendar year. In July 1, 2021, Joe goes on unpaid LOA. As of July 1, Joe’s salary
reductions have paid for 1½ vacation days.

Since Joe is on unpaid LOA, he is no longer eligible to participate in the Program.

Accordingly, his salary reductions will cease as of the payroll period immediately
following the date he goes on unpaid LOA. Assuming Joe does not use any of his
purchased vacation days prior to going on unpaid LOA, he will be paid at his
regular salary or wage rate for one of his vacation days while on unpaid LOA.

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Since employees are not allowed to take fractions of a purchased vacation day off
under the Program, Joe will be reimbursed for the half day that he purchased. If
Joe later returns to full-time employment during the same year, Joe will not be
allowed to reenroll in the Program until the next Annual Enrollment Period.

Termination of Coverage
Program benefits will cease on an employee’s date of termination. Upon termination of
employment, an employee’s final paycheck will be adjusted as follows:

1) Days Purchased But Not Used

Employees will be reimbursed for any days purchased but not used in their final
paycheck based on the rate at which the days were purchased. Any amounts
reimbursed to employees will be taxable (since the initial withholding was pre-tax).

2) Days Used But Not Yet Paid For/Purchased

Employees, who have used days in excess of amounts paid for, will be required to
reimburse the Company via a deduction from their final paycheck. This amount will be
based on the same rate at which the vacation days were scheduled to be purchased.

3) Miscellaneous
This Program is unfunded and is therefore not subject to the Employee Retirement
Income Security Act of 1974 (“ERISA”).

Interpretation or clarification of this procedure should be directed to the Human

Resources Department.

C. SICK TIME

All employees are eligible for up to a maximum of 40 hours of sick leave per calendar
year or January 1 – December 31. In order to comply with New Jersey and
Massachusetts state requirements, we will use the advanced/front-load method going
forward so that you will be provided with the maximum 40 hours of sick leave up front at
the beginning of the year; the accrual method will no longer be utilized. Earned Sick
Leave is to be taken in no less than 1-hour increments. You cannot carry over any sick
hours to the next calendar year. Based on these state laws, we will also be using the
following guidelines.
You may use earned sick leave when:
• You need diagnosis, care, treatment, or recovery for a mental or physical illness,
injury, or health condition or you need preventive medical care.
• You need to care for a family member during diagnosis, care, treatment, or recovery
for a mental or physical illness, injury, or health condition; or your family member
needs preventive medical care.

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• You or a family member have been the victim of domestic violence or sexual violence
and need time for treatment, counseling, or to prepare for legal proceedings.
• You need to attend school-related conferences, meetings, or events regarding your
child’s education; or to attend a school related meeting regarding your child’s health.
• Your employer’s business closes due to a public health emergency or you need to
care for a child whose school or child care provider closed due to a public health
emergency.

When the need for earned sick leave is foreseeable, notice to your direct supervisor (or
their designate) about the need to take earned sick leave should be provided up to 7
days in advance of the start of taking earned sick leave. In those instances when taking
earned sick leave is not foreseeable, please provide notice to your direct supervisor (or
their designate) as early as possible. If using earned sick leave for four or more
consecutive work days, a signed doctor’s note should be provided.
The following individuals are recognized as “family members”:
• Child (biological, adopted, or foster child; stepchild; legal ward; child of a domestic
partner or civil union partner)
• Grandchild
• Sibling
• Spouse
• Domestic partner or civil union partner
• Parent
• Grandparent
• Spouse, domestic partner, or civil union partner of an employee’s parent or
grandparent
• Sibling of an employee’s spouse, domestic partner, or civil union partner
• Any other individual related by blood to the employee
• Any individual whose close association with the employee is the equivalent of family

You have the right to be free from retaliation for:

• Requesting and using earned sick leave
• Filing a complaint for alleged violations of the law
• Communicating with any person, including co-workers, about any violation of the
law
• Participating in an investigation regarding an alleged violation of the law, and
• Informing another person of that person’s potential rights under the law

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D. FAMILY AND MEDICAL LEAVE

GENERAL
Under certain circumstances set forth in detail below, employees may take a leave of
absence under the federal Family and Medical Leave Act (FMLA). In order to be eligible
for FMLA leave, the employee must have been employed by Lummus Technology for at
least 12 months and for at least 1,250 hours during the preceding 12 months.
REASONS FOR AND LENGTH OF LEAVE
Under the Family and Medical Leave Act, eligible employees are entitled to take a
maximum of a twelve week period in a rolling twelve month period (measured backward
from the date any FMLA leave is taken), for the following reasons:
• the birth of the employee’s child and in order to care for the child;
• the placement of a child with the employee for adoption or foster care;
• the care of a child, spouse or parent who has a serious health condition(s) or
• a serious health condition that renders the employee incapable of performing the
functions of his or her job
REINSTATEMENT RIGHTS
Upon return from FMLA, eligible employees are entitled to be reinstated to their former
position or an equivalent position with equivalent employment benefits, pay, and other
terms and conditions of employment. Exceptions to this provision may apply if business
circumstances have changed (e.g. if the employee’s position is no longer available due to
a job elimination). A determination as to whether a position is an “equivalent position” will
be made to Lummus Technology. Exceptions may also apply for certain highly
compensated employees under certain conditions.
STATE LAW
In some cases, state law provides greater or additional benefits than those provided
under the Family and Medical Leave Act. Under FMLA, Lummus Technology is required
to give the employee the maximum benefit allowed under both federal and state law.
These benefits are more fully explained at the end of this policy.
APPLICATION FOR LEAVE
An employee requesting FMLA leave must complete an application for Family and
Medical Leave and return it to the Human Resources Department. The completed
application must state the reason for the leave, the duration of the leave, and the starting
and ending dates off the leave.
NOTICE OF LEAVE
The employee must make a formal request to take an FMLA leave at least 30 days prior
to the date on which he/she expects the leave to commence (unless emergency
circumstances warrant a shorter period of time), and the employee must attempt to

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schedule his or her leave in a way as to minimize the disruption to the department.
Notice of leave must be provided in writing to both the employee’s immediate manager
and the Human Resources Department.
MEDICAL CERTIFICATION OF LEAVE
A “Medical Certification Statement” will be required when an employee applies for leave
based on the serious health condition of the employee’s spouse, child or parent. In the
certification, the physician will be asked to attest to the nature of the serious health
condition, the duration of the leave, and the starting and ending dates of the leave.
Employees may also be required to provide additional physician statements at Lummus
Technology’s request at reasonable intervals. Further, the employee or his/her family
member may be required to submit to a medical examination by a physician designated
by Lummus Technology’s at Lummus Technology’s expense.
BENEFITS COVERAGE DURING LEAVE
During a period of family or medical leave, an employee will be retained on Lummus
Technology’s health plan under the same conditions that applied before leave
commenced. To continue health coverage, the employee must continue to make any
contributions that he or she made to the plan before taking leave. Failure of the
employee to pay his or her share of the health insurance premium may result in loss of
coverage. Arrangements for the payment of premiums will be discussed with the
employee prior to the leave whenever possible. If the leave is unforeseen, the employee
will be notified of the payment arrangements as soon as possible.
An employee is not entitled to the accrual of any seniority or employment benefits that
would have accrued if not for the taking of leave. An employee who takes family or
medical leave will not lose any seniority or employment benefits that accrued before the
date leave began.
RETURN FROM LEAVE
An employee must submit a doctor’s note that states the employee is able to return to
work from medical leave before he or she can return to the work place and active status.
If an employee wishes to return to work prior to the expiration of a family or medical leave
of absence, the employee should make every attempt to notify the employee’s manager
at least five working days prior to the employee’s planned return.
FAILURE TO RETURN FROM LEAVE
Lummus Technology does not promise reinstatement of employment to those employees
who exceed the permitted period of leave provided under applicable federal and state
law. An employee who fails to return to work upon the expiration of a family or medical
leave of absence may be considered to have resigned from employment. An employee
who requests and extension of family leave or medical leave due to the continuation,
recurrence or onset of his or her own serious health condition, or of the serious health
condition of the employee’s spouse, child or parent, should submit a request for an

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extension, in writing, to the employee’s immediate manager and the Human Resources
Department. This written request should be made as soon as the employee realizes that
he or she will not be able to return at the expiration of the leave period. Lummus
Technology reserves the right to determine in its sole and absolute discretion whether or
not to grant the employee’s request for additional leave time.
E. FAMILY LEAVE IN INDIVIDUAL STATES

In addition to the federal Family and Medical Leave Act (FMLA), some states have a
Family Leave Act as well. Please see your local Human Resources Department for any
individual state family leaves that you may be eligible to apply for.
F. PARENTAL LEAVE

Parental Leave provides eligible employees with paid leave associated with the birth,
care and well-being of an employee’s own child or the care and well-being of their
adopted child or foster child.

ELIGIBILITY
Full-time, U.S.A. based, salaried employees working 30 or more hours per week are
eligible for Paid Parental Leave after 180 days of service (“Eligible Employee”).
Temporary employees or employees working less than 30 hours per week are not eligible
for Paid Parental Leave. The Company will abide by any state or local laws or regulations
on Parental Leave.

BENEFITS AND PLAN DETAILS

Paid Parental Leave is available to a) Eligible Employees who have given birth to a child
to allow for medical recovery from childbirth and b) Eligible Employees considered a
Primary Caregiver for the purpose of caring and bonding with a child (from birth, adoption
or foster).

Benefit for medical recovery from childbirth – Eligible Employee shall receive up to ten
(10) weeks paid leave at 100% of base salary. The paid leave entitlement commences on
the day of birth of a child.

Benefit for purpose of caring and bonding with a child (from birth, adoption or foster) –
Eligible Employee shall receive up to two (2) weeks of paid leave at 100% of base salary
and must be taken within the first six (6) months of the birth or adoption of the child.
Foster care placement can be taken throughout the year.

The maximum benefit of Parental Leave, as applicable, shall be twelve (12) weeks per
calendar year. Additional or supplemental leave may be taken pursuant to separate
available statutory leave and/or Company leave policies.

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Health insurance benefits will continue to be provided during the Paid Parental Leave
under this Procedure at the same rate as in effect before the leave was taken regardless
of length of service. Eligible Employee is responsible for his/her portion of premiums due
while on such leave. Paid Parental Leave eligibility begins on the day of the birth,
adoption or fostering of the child.

REQUESTING PARENTAL LEAVE

Eligible Employees requesting Paid Parental Leave must provide thirty (30) days’ notice
(or as much notice as practicable if the leave is not foreseeable) to his/her manager of
the request for leave and complete the necessary forms to obtain approval from the
Human Resource Department. The completed Request for Paid Parental Leave of
Absence form must be provided to your local Human Resources department no later than
the first week of leave to be eligible for paid leave.

After the Parental Leave has concluded, any additional subsequent leave needed shall
be covered under separate available statutory leave and/or Company leave policies. Paid
Parental Leave is not charged against the Eligible employee’s vacation leave credits.

Paid Parental Leave will be considered a separate benefit and will not run concurrently
with short-term disability for those Eligible Employees who have given birth to a child.

Eligible Employees taking advantage of this paid leave policy will not be
separately/concurrently eligible for medical paid time off (that is referenced in the leave of
absence policy for the birth, adoption or foster of a child.)

If both parents are Eligible Employees, both may be eligible for paid leave under this
Policy.

COORDINATION WITH FAMILY AND MEDICAL LEAVE ACT (FMLA) AND OTHER
STATE OR LOCAL FAMILY LEAVE LAWS
Paid Parental Leave taken under this Policy will run concurrently with leave under the
FMLA; thus, any leave taken under this Policy that falls under the definition of
circumstances qualifying for leave due to the birth or placement of a child due to adoption
or foster care, the leave will be counted toward the twelve (12) weeks of available FMLA
leave per a 12-month period. All other requirements and provisions under the FMLA will
apply. In no case will the total amount of leave—whether paid or unpaid—granted to the
employee under the FMLA exceed twelve (12) weeks during the 12-month FMLA period.
Please refer to the section on Family and Medical Leave Policy in this handbook for
further guidance on the FMLA.

Where applicable, state or local family leave will run concurrently with Parental Leave.

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RETURN TO WORK
The birth mother must provide to the Human Resources Business Partner, a return to
work certification from her doctor on or before the return date stating that she is able to
return to full duty work.

G. BEREAVEMENT LEAVE

Full time employees may be granted time off with pay for the death of an immediate
family member. If there is a death in an employee’s immediate household or family, you
are allowed up to five consecutive days of paid leave to attend to family matters. An
immediate family member is defined as parent, grandparent, spouse, spouse’s parent,
child (including if employee is legal guardian), step-child, step-parent, grandchild, brother,
sister, or any other relative who regularly makes their home with the employee.

H. MILITARY LEAVE

Lummus Technology provides unpaid military leaves of absence to full-time and part-time
employees in compliance with applicable state and federal laws.

The employee’s request for military leave must be submitted to the Human Resources
Department promptly and be accompanied by a copy of the employee’s military orders,
indicating the beginning and ending dates of duty.

Any employee’s reinstatement rights are governed by applicable state and federal laws
and Lummus Technology complies with all such laws.

I. JURY DUTY

The Company encourages its employees to take an active role in the judicial process by
serving as a member of a jury in a court of law.

Paid time off is available to full time employees called to serve on a jury. All jury duty
should be coded as jury duty on employee timesheets. Upon return to work, an
employee may be requested by their immediate supervisor to provide a form from the
court clerk confirming their attendance. Any nominal pay that an employee receives for
participating in the jury duty process may be retained by the employee.

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VI. EMPLOYEE INFORMATION PRIVACY POLICY

PRIVACY POLICY
The following describes how Lummus Technology handles your personal information and
what steps we take to protect your privacy.
To affirm our commitment to protect employee privacy rights, and to comply with
applicable law, Lummus Technology has developed this privacy policy. It is our policy to
respect the privacy of current and former employees and to protect personal information
entrusted to us. Lummus Technology collects information about you as a required to
support your employment, and to fulfill legal and regulatory requirements. We tell our
employees what personal information we collect and how we use that information to help
carry out legitimate business tasks.
• We collect, use and retain only that information which is relevant and necessary
• We strive to ensure the accuracy of employee information
• We tell our employees how they can review and correct information we have about
them
• We appropriately restrict access to employee information

UPDATING INFORMATION
The accuracy of personnel information is very important. If the information in your
personnel records in incorrect, a problem may arise concerning payroll deductions,
employee benefits, employee verification or other important matters. Accordingly,
employees are required to notify the Human Resources Department immediately
whenever there is a change in their employee information, including, without limitation,
home address, telephone number, marital status, name, employment benefits
beneficiaries, number of dependents, emergency contact or academic qualifications.
ACCESSING INFORMATION
Access to employee information is granted on a need to know basis and for business
purposes only. Lummus Technology requires personnel who have access to employee
information to protect and keep it confidential. Upon reasonable notice to the Human
Resources Department, an active employee may review his or her personnel file in the
presence of a designated staff member of Lummus Technology. Lummus Technology
reserves the right to remove certain confidential information in the file in its discretion.
The file itself is the confidential property of Lummus Technology and no material may be
removed from the file.
SECURITY STANDARDS
Lummus Technology continues to assess new technology designed to provide additional
protection of your personal information. We use reasonable safeguards to protect this
information in accordance with applicable federal and state guidelines and established

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security standards and procedures. Measures we take in this regard include

implementation of physical, electronic and procedural safeguards.
SHARING INFORMATION
We limit disclosure of employee information to external parties without your approval to
verify employment dates and most recent job title except under certain circumstances as
deemed appropriate by Lummus Technology, and where authorized or required by
applicable law or regulation. All requests for information made by persons outside
Lummus Technology regarding both current and former employees must be referred to
the Human Resources Department for response. This will assist in providing consistency
of information disclosure.
Manager are restricted from providing any verifications of employment, or business
letters of reference or recommendation regarding any employee at any time without the
approval from the Human Resources Department.

VII. VOLUNTARY RESIGNATIONS

Voluntary resignations by employees should be made in writing to the Department
Supervisor, who will forward the resignation to the Human Resources Department,
indicating the expected date of termination. It is expected that employees deciding to
resign will give two weeks’ notice or as otherwise provided in any written agreement
between Lummus Technology and the employee and that each employee will participate
in an exit interview, if requested by Lummus Technology.
Lummus Technology reserves the right to accept an employee’s notice of resignation and
to accelerate such notice and make the employee’s resignation effective immediately, or
on any other dates prior to the employee’s intended last day of work that Lummus
Technology deems appropriate.
Final paychecks will be mailed during the next normal pay period. If there are unpaid
obligations to the Company, the final paycheck will reflect the appropriate deductions.

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